Is interview recording solved, but interview evaluation still broken?

Over the past few months, we've spoken with recruiters, hiring managers, and staffing agencies across different industries.

One thing surprised us.

Very few teams told us they needed another interview recorder.

Most already have transcripts, meeting recordings, or AI-generated notes.

The bigger challenge starts after the interview.

• How do you review hours of interview evidence efficiently?

• How do multiple interviewers evaluate candidates consistently?

• How do you compare candidates fairly?

• How do you explain why someone was hired - or rejected - weeks later?

Those conversations ultimately shaped Hire-a-Mind.

I'm curious:

Where does your team spend the most time after interviews?

• Reviewing notes?

• Comparing candidates?

• Aligning interviewers?

• Preparing hiring feedback?

• Something else?

We'd genuinely love to learn how other teams approach this problem.